Job Information
Revlon Lead Technician Analytical Laboratory, Quality Control in Oxford, North Carolina
Description
BASIC FUNCTION
Perform analytical instrumentation and wet chemistry analysis on raw materials, bulk batches and finished goods.
Maintain, troubleshoot, and resolve instrumentation issues.
Provides training in analytical techniques such as instrumental analysis and wet chemistry.
MAJOR DUTIES
Perform analytical instrumentation and wet chemistry analysis for timely evaluation of raw ingredients, cosmetic drug bulk batches and finished goods. Assures that appropriate testing procedures are followed and that necessary controls are maintained.
Assist with review and establish procedures to maintain all analytical instruments in proper calibration. Initiate preventive maintenance to ensure a minimum of down time on equipment. Maintain calibration program for Analytical instruments.
Performs varied analyses on raw materials, bulks and finished products.
Prepare and maintain appropriate records to assure compliance with Corporate and Regulatory requirements.
Investigate raw material, bulk batches and finished goods out of specification test results. This includes interaction with vendors, Revlon operations and other Revlon sites recommending corrective action, tracking issues to closure.
Requisition of chemicals and other laboratory supplies as needed.
Perform special projects as requested by management, reporting results, and recommending solution/corrective actions.
KNOWLEGE AND SKILLS REQUIRED:
Position requires a broad knowledge of general chemistry, with an emphasis in analytical instrumentation, and cGMP requirements. Ability to troubleshoot and solve instrumentation issues. Strong verbal and written communication skills.
Minimum Education Required: BS Degree in Chemistry, in a related field or equivalent experience in an Analytical Laboratory. Minimum Years Experience Required: 2 – 5 years
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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)